The first problem here is the uncertainty that both sides meet. It is quite difficult to predict in advance whether an employee will cope with his duties, even if he has provided excellent references and his resume is packed with achievements. Because of that a company’s HR managers usually try to draw as many people as they can through the hiring filter, spending weeks of their own time, company’s time, candidate’s time. As a candidate, if you are in a group of 50 individuals with about the same level of experience where someone is younger, someone is more experienced, someone has this trendy skill you don’t have, the chances to land a job are very poor, so it becomes a lottery for you. From companies side, it doesn’t look much better because when they get tired of looking for the right employee at some point they stop at a formally acceptable candidate, and therefore a company is gradually filled not with people who could develop it, but simply those who allow it to survive.
The second problem would be called the outdated process of employment. We adapted it decades ago into our societies and that process has never changed, with the evolution of technology it only became digital but it’s still very outdated in a way that HR in most companies is becoming a big hassle and by year’s passage HR departments are getting bigger with more complexities and recruitment is becoming harder but still with an undefined result as it used to be.
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